Textio
Recruit and develop a high-performing team
53 followers
Recruit and develop a high-performing team
53 followers
Textio is a leader in building tools that help high-growth companies recruit and coach high-performing teams. Our latest innovation is Lavalier, an interview intelligence tool that helps you make confident hiring decisions by turning interviews into comparable evidence about skills and ability to do the job.
Founded in 2014, People leaders at companies like Bloomberg, Cisco, Johnson & Johnson, Samsung, and Spotify choose Textio to help them recruit and develop the top 1% of talent.
This is the 2nd launch from Textio. View more
Lavalier AI
Launching today
Lavalier AI helps you raise your hiring bar with interview intelligence that drives better hiring decisions in more than half the time.
Easily define the role you're hiring for. Generate interview questions designed to evaluate skills. Compare candidates against the same job criteria. Get to a confident hiring decision — faster than ever.
🎁 Click Visit above to sign up for Lavalier, unlock 500 bonus credits, and hire for your next 5+ roles for free. 🎁
Free
Launch Team / Built With
Textio
Hi Product Hunt! 👋 I'm Jensen Harris, one of the founders of Textio, and I've lost a lot of sleep over the last year waiting for this day 🤞
Here's the deal: I hate many parts of the standard job interview process SO MUCH.
Don't get me wrong, I love hiring people. Meeting smart, engaged humans and figuring out how they could thrive—that part is genuinely wonderful. But all the make-work and drudgery that goes into a standard interview process? It fills my heart with dread.
First the prework, where I think about what I intend to ask and then promptly forget during the interview. Then the endless notes I have to take that make the candidate think I'm multitasking. Don't forget the post-interview feedback essay I'd put off writing for days because I had an actual job to do, by which point I'd forgotten half of what we talked about. Oh, and the debrief meeting a week later where everyone shares half-remembered observations and their most visceral gut feelings.
Candidates who receive job offers are 12x more likely to be described as having "a great personality" than rejected candidates. No wonder, it's probably all most people remember. Great way to make hiring decisions! 🤮
Here's a story I've been embarrassed to tell publicly: I've never successfully been hired for a job as an adult.
I started at Microsoft through a college intern program and just never left. When I was ready for my first big career change, I was rejected dozens of times. Seven full onsites, zero offers. For one, I prepped for weeks, flew a thousand miles, bought and put on the scratchy wool suit they required (!!!). Spent two days with them, felt optimistic. And when the rejection call eventually came weeks later, they described conversations I know for a fact I never had. They'd mixed up my feedback with someone else's.
After all that effort, they'd lost track of who I even was.
That feeling—"they didn't actually hear my words!"—still sits in the pit of my stomach over a decade later.
It was in Chicago, digesting a (mediocre, honestly) deep dish pizza with the team when what became Lavalier showed up suddenly like a hot fire in my brain. What if we centered the entire interview process on the candidate's own words? Not the game of telephone from interview to notes to feedback form to verbal debrief, but what the candidate ACTUALLY SAID!
I wrote the very first lines of code at the Alaska Airlines gate in Chicago's Terminal 2 as the core parts of the platform started to form in my mind: role intake that helps recruiters define what actually matters in minutes instead of meetings. Interviewers who can actually be present in the conversation instead of focus on transcribing it. Recruiters who can ask something like "which candidates have deep experience mentoring" and instantly get back answers across 40 hours of interviews, linked directly to the candidate's own words. Hiring decisions based on evidence, available in hours—instead of on weeks of fading memory and half-remembered vibes.
Now, Lavalier doesn't make hiring decisions—we believe humans should make hiring decisions. And Lavalier supports those human decisions by giving hiring teams the data they need to make intelligent, informed decisions based on what actually happened during the interview.
This is the most exciting product I've built in my career. It's the first thing at Textio I've personally written a substantial percentage of the code for since the original product back in 2014. For our company, it feels like a rebirth—a second chance to think boldly about how to take a really hard set of hiring problems and make them radically, magically better.
We built one of the first products to bring AI to HR over a decade ago. Since then, companies like Bloomberg, Cisco, Johnson & Johnson, and Spotify have relied on our products every day, and we've picked up some cool recognition along the way (Fast Company Most Innovative Companies, Forbes AI 50 list).
We're launching today at lavalier.ai and could really use your feedback! I'd love to hear everything you have to say, and our team will be iterating fast on what we learn because we want Lavalier to be the most indispensable software in your hiring process. I'll be here in the comments throughout the day!
Oh, and if you click the Visit button on this page to sign up for Lavalier, special deal—we're unlocking 500 bonus credits for you (enough to hire for your next 5+ roles for free.)
So let's start here: what is the one thing that makes interviewing—as a candidate or an interviewer—most painful for you today?
Adjust Page Brightness - Smart Control
Congrats on the launch , keep making more great products like these